essay on origanizational behavior

Organizational behavior is a common knowledge in the area of: individuals, groups, and structure with in an organization. This behavior is to contribute to the efficiency, and effectiveness of a job. There are a number of behavioral disciplines that contribute to organizational behavior: psychology, sociology, social psychology, anthropology, and political science. Here are two examples of the behavioral disciplines and how they affect organizational behavior. Within Sociology the greatest contribution was their study of group behavior in organizations. Some of the areas of Organizational behavior that have received valuable input from sociologists are group dynamics, design of work teams, organizational culture, formal organization theory and structure, organizational technology, communications, power, and conflict. Another discipline, Social psychologists have shown how to implement change and how to reduce the resistance to accept change. One of the most important and broad-based challenges facing organizations today is adapting to people who are different. Organizations are becoming more heterogeneous in regards to gender, race, and ethnicity. Managers play a large role in this process they have to have the people skills to work with the diverse groups of employees. Due to the globalization of many companies, some managers are force to go to another country and train new employees. Also with in there own country there is a diverse work force. This is a change that the company has to deal with and learn from. Some companies are allowing flexible schedules, to accommodate different environments such as the family oriented. Others are making material in several languages. These are a few ways to deal with the diverse work force. As we can see organizational behavior is dealing with people, the study of people’s behaviors. In this study they go into how we have.
When an organization looks for ways to improve its function, one way to do this is to look at how all individuals react within the structure of the organization. Organizational behavior is the field of study that seeks to find out the best manner in which to integrate people in the organization. There are several ways that a group can be observed and that information can be reported. It depends on the research being done. In this case we are going to look at the micro and macro effects on the groups and their function. This area is said to be a combination of psychology, sociology and communication studies and is used to help businesses and corporations function at a higher level of efficiency. Micro Study of Organizational Behavior This is studying how the individual behavior of one person affects that of the group. Of course the personality and influence of each person is going to be different, but clearly the attitude and actions of the individual can have either a positive or a negative effect on the feelings and actions of the group as a whole. This individual dynamic of dissatisfaction is what all companies are looking to avoid so that they can have a workplace that is more functional and carries out the corporate influences. Macro Study of Organizational Behavior Another aspect of organizational behavior is the macro studying of this science. This seeks to find the best ways to influence the group to implement training plans and accept decisions being made from higher up the chain. How the group will behave under certain conditions can almost be predicted and planned for. The science is seeking to control, understand and predict the behavior of the group and how they will act under any set of circumstances. This concentration has been seen as a tool of industry to attempt to control the behavior of workers and keep them in line and producing effectively at the.
Introduction So you may ask, “What is organizational behavior”? According to Shermerhorn, Hunt, and Osborn (2003), “organizational behavior—OB for short—is the study of individuals and groups in organizations.” Sounds simple enough, but this study is divided into numerous subdivisions. Among these subdivisions include: organizational culture, diversity, communication, organizational effectiveness and efficiency, and organizational learning. I will provide brief definitions for each of these terms as well as real life examples that can be related to them. Organizational Behavior The primary concern of OB is with people, what they do and how their behavior affects individual, group and organizational performance. The goal is to improve organizational effectiveness. “Learning about OB will help you develop a better work-related understanding about yourself and other people”, as stated by Shermerhorn et al (2003). In these times the corporate world is changing from day to day. In order to be successful, one must stay current with how an organization functions productively and socially. The drastic changes that have been occurring in recent decades within organizations are displayed in the following text: Progressive workplaces today look and act very differently from those of the past. They have new features, they approach work processes in new ways, and they serve different customer and client markets. The last decade of the twentieth century was especially dramatic in both the nature and pace of change. One observer called it a “revolution that feels something like this: scary, guilty, painful, liberating, disorienting, exhilarating, empowering, frustrating, fulfilling, confusing, and challenging.(Shermerhorn et al,2003) Organizational Culture “Organizational or corporate culture is the system of shared actions, values, and benefits that develops within an organization.
Enter Your Search Terms to Get Started! ORGANIZATIONAL BEHAVIOUR Perceptions are an important part of organizational behavior. Almost without exception an integral part of organizations are their ability to recognize individual differences and promote an objective and unbiased environment. Integral within the organizational environment is interviews, performance development reviews, staff ratings and the making of important decisions based on interpretation of issues and behaviors. All of these activities generally undertaken by management have an inherent perceptive component involved. Robbins, Millet, Cacioppe and Marsh (5) (2001) define perception as the way individuals process their respective sensory impressions in order to define their environment. In an organizational sense, Robbins and colleagues (2001) identified selective perception, stereotyping, contrast effect, projection and the halo effect, as five frequently used shortcuts, used by managers, to judge others. Because perceiving and interpreting others is a rather tiresome task shortcuts are employed to assist with the process. These shortcut techniques can be valuable in the sense that they allow perceptions to be made quickly, it is not without problems. Two of these shortcuts, projection and the halo effect, will be examined to see the possible implications they have, when used by managers. Projection occurs when a person unknowingly attributes his own instinctual impulses or threats of his own conscience to other people or to the external world. It is then easier to deal with an anxiety that arises from these internal impulses and threats. All of us have undesirable traits or qualities that we do not acknowledge even to ourselves and projection helps us deal with this. Projection originated from the writings of the famous psychological theorist Sigmund Freud. Freud postulated that projection was one.